本文以「平等待遇原則」為題,欲將之作為勞動派遣關係中的核心理念。首先透過文獻瞭解國際公約適用於各項身份之平等待遇保護項目及規範,再依此為基礎設計訪談大綱,深入探訪派遣勞工、要派單位、派遣事業單位等三種身分於我國勞動派遣關係中之實際狀況及意見-包括派遣勞工於各項勞動條件是否受有差別待遇之歧視情況?以及要派單位、派遣事業單位對於我國「派遣勞工保護法草案」中些許條文將會造成實務上何種經營困難之意見。經訪談發現我國派遣勞工於工資、福利項目上確實有不平等待遇情況存在,工資與正職勞工差距約為2千元至一萬元不等;且相較於工資,福利實為派遣與正職勞工差距最大之處,於尾牙、年終獎金、員工旅遊、在職訓練上的差別待遇情況較為嚴重。故而,本文依據上述訪談研究結果並綜合學者意見,認為應以「安全」重於「彈性」作為我國「派遣勞工保護法草案」之修正方向,並據此理念針對其中重要的各項條文作出修正建議。
The thesis takes “the principle of equal treatment”as the core concept in dispatched employment. First of all, I try to understand protected items and standards of equal treatment for every character through international conventions. Second, based on those above, I designed the interview guidelines, for deeply realizing the realities and opinions of three characters, including whether the dispatched workers be treated discriminatively on every working condition? And what difficulties will user undertakings and temporary-work agencies face if the draft of The Protection For Dispatched Workers in Taiwan becomes effective. After the interview, I found dispatched workers in Taiwan are actually treated unfairly on wages and welfare benefits. The difference on wages between dispatched workers and permanent employees can reach from NT. 2000 to NT.10000 dollars. Besides, compared with wages, the difference on welfare benefits between dispatched workers and permanent employees is even larger, including year-end party, year-end bonus, incentive tours, on-the-job training. Thus, based on the results of interviews and comments from scholars, I think the adjustment in the draft of The Protection For Dispatched Workers in Taiwan should focus on dispatched workers’ protection rather than the elasticity for employers to hire employees. Based on this belief, I aim at some important articles and propose revised suggestions.